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ATD CPTD Exam Syllabus Topics:

Topic
Details

Topic 1

Developing Professional Capability: This section of the exam measures skills of Instructional Designers and focuses on the core functions of talent development such as adult learning theories, instructional design, facilitation, use of technology, content curation, leadership development, coaching, and evaluating impact. It emphasizes designing and delivering effective learning solutions that align with learner needs and organizational goals.

Topic 2

Building Personal Capability: This section of the exam measures skills of Learning & Development Specialists and covers areas that enhance individual effectiveness in talent development roles. It includes communication, emotional intelligence, collaboration, cultural awareness, project management, and ethical behavior, focusing on how professionals interact, lead, and manage themselves and others effectively within organizational contexts.

Topic 3

Impacting Organizational Capability: This section of the exam measures the skills of Organizational Development Consultants and involves applying talent strategies that align with business objectives. It includes business acumen, consulting, culture shaping, performance improvement, talent strategy, change management, and data analytics. The focus is on driving organizational performance and ensuring future readiness through strategic talent development.

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ATD The Certified Professional in Talent Development Sample Questions (Q62-Q67):

NEW QUESTION # 62
Which is the best quality improvement tool for a team that is ready to design a flowchart for a new product release?

A. Process map
B. Pareto chart
C. Cause-effect diagram
D. Fishbone diagram

Answer: A

Explanation:
According toQuality Tools for Process Improvement(Certification Reading List), "aprocess mapor flowchart is the best tool to visually depict sequential steps in a process for design, communication, and improvement".
Fishbone diagrams diagnose causes, not process flows.
Reference:The Memory Jogger II: Quality Tools for Process Improvement.

NEW QUESTION # 63
Which leadership ability is of most value for fostering an organization's long-term success?

A. Establishing and maintaining trusting and collaborative relationships
B. Developing and implementing continuous improvement ideas
C. Creating and implementing new company strategies
D. Managing and measuring meaningful work tasks

Answer: A

Explanation:
ATD Leadership Development Best Practicesemphasize that "trust and collaboration build resilient, innovative organizations capable of long-term success".
Without trust, even the best strategies and processes will falter.
Reference:ATD Handbook, Leadership Competency Models.

NEW QUESTION # 64
A talent development (TD) professional has gained upper management's support to introduce individual development plans (IDPs) as a tool for employee development. Which first steps should the TD professional take to launch a successful IDP program?

A. First, create a company-wide communications plan to promote the program launch; second, educate employees on goal-setting best practices as they complete their IDPs
B. First link the IDP framework to the organization's mission statement; second collect and share data to show executives the impact of IDPs on employee skills development and attrition
C. First, create an IDP framework and formal check-in timeline; second require managers to submit IDP progress reports on a quarterly basis or risk having their network access blocked
D. First, create an IDP framework that links to the organization's business strategy; second, support and educate managers on their role as they initiate the process with their direct reports

Answer: D

Explanation:
TheATD Talent Development Capability Modelexplains underCareer & Leadership Developmentthat effective individual development planning "must link to the organization's strategic goals and must be manager-driven to ensure relevance and commitment". Educating managers helps embed IDPs into ongoing performance management processes, ensuring they are not seen as an HR formality.
Reference:ATD Talent Development Capability Model, Career and Leadership Development capability.

NEW QUESTION # 65
A new manager has been assigned to meet with a talent development (TD) coach. At the first meeting, the manager states "I am who I am, and no amount of coaching will change me." Which should be the TD coach's top priority?

A. Discover the personal triggers that may help the manager become more coachable
B. Help the manager to develop a career transition plan for a role that is a better fit
C. Help the manager to understand how being "uncoachable" puts the manager's job at risk
D. Report the manager's attitude to a senior leader

Answer: A

Explanation:
Coaching best practicesfrom theATD Handbookemphasize that "before offering solutions, uncover internal motivators and triggers that may create openness to development".
Building trust and emotional buy-in precedes behavior change.
Reference:ATD Handbook for Training and Talent Development (2022), Coaching Practices.

NEW QUESTION # 66
Which organizational attribute is most likely to undermine the long-term success of a talent development initiative?

A. Retention policy
B. Onboarding process
C. Company culture
D. Professional development

Answer: C

Explanation:
ATD's Organizational Development resourcesstate that "an organization's culture - shared beliefs, norms, and behaviors - can support or sabotage even the best talent development strategies".
Without cultural alignment, even well-designed programs struggle.
Reference:ATD Handbook for Training and Talent Development (2022), Organizational Culture.

NEW QUESTION # 67
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